How can you help participants learn and reflect after a facilitation session?

1 Use debriefing questions

Debriefing questions are open-ended questions that invite participants to share their thoughts, feelings, and observations after a facilitation session. These questions can help participants review what happened, analyze their performance, recognize strengths and weaknesses, and plan for future actions. For example, you can ask participants what they learned from the session, how they felt during it, what they did well and what could be improved, the challenges faced and how they were overcome, and how they will apply the knowledge to their work or personal life. Debriefing questions can be asked in a group discussion, written on a flipchart or board, or distributed on cards or handouts. You can also encourage participants to ask each other debriefing questions in pairs or small groups.

2 Use feedback tools

Feedback tools are methods or instruments that provide participants with information or data about their performance, behavior, or outcomes after a facilitation session. They can help participants measure progress, compare results, and identify gaps and opportunities. Examples of feedback tools include surveys or questionnaires to assess satisfaction and learning, tests or quizzes to evaluate knowledge and skills, rubrics or checklists to rate performance, and charts or graphs to display data and trends. You can use feedback tools in different ways - online or offline, before or after the session, individually or collectively, anonymously or openly - and involve participants in creating or choosing tools that suit their needs and preferences.

4 Use learning transfer strategies

Learning transfer strategies are critical for helping participants apply their learning to their work or personal life after a facilitation session. Such strategies can bridge the gap between theory and practice, overcome barriers and challenges, and sustain and improve performance. Examples include action plans or contracts that specify goals, actions, and resources; support networks or communities that provide guidance, feedback, or encouragement; reminders or prompts that reinforce learning, motivation, or commitment; and reinforcement or recognition that reward achievements, efforts, or behaviors.

You can use learning transfer strategies in various ways, such as assisting participants to create or implement them, checking in periodically, providing additional resources or opportunities, or celebrating successes or milestones. By doing so, you can help participants learn and reflect after a facilitation session. This is beneficial not only for participants but also for you as a facilitator since it can help you evaluate your effectiveness, identify your strengths and areas for improvement, and enhance your facilitation skills and competencies.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?